a project report on recruitment and selection in icici

JOURNAL OF RESOURCE MANAGEMENT AND

TECHNOLOGY

ISSN NO: 0745-6999

Vol12, Issue4, 2021

Page No:241

A PROJECT REPORT ON RECRUITMENT AND SELECTION IN ICICI

PRUDENTIAL LIFE INSURANCE

VADREVU SAI HIMABINDU¹, B.RUTH SUNITHA²

STUDENT¹ , GUIDE AND HOD²

MALLA REDDY INSTITUTE OF ENGINEERING AND TECHNOLOGY

ABSTRACT

The conscious and specific direction of effort towards the quality of the workforce in the short and long

term. It involves all quality of the workforce in the short and long term. It involves all processes and

activities aimed at managing the human resource of an organization i.e. Manpower, planning, recruitment,

training and development, career management and human performance. It also involves the productive use

of people in achieving the organizations strategic business objectives and the satisfaction of the individual

employees needs. In other words it is a formal system for the management of people within the organization.

It is mainly divided in to three major areas, staffing, rewarding and designing work.

I. INTRODUCTION

Management education deals with the art and science of directing and controlling or handling any

organization, especially under resource constraint situations, be it business, industry, public system or

government. Such education not only covers a thorough understanding of behavioral science. Human

Resource Development, Finance, Marketing, Operations and Information systems, but also calls for an

adequate grasp of the National and Global economics, politics, Sociology. Legal Framework, Technology

trends and natural environment in which the organization has to function and proper the formulation of

effective strategies. All organizations need to have a vision and mission with a milestone to achieve a

common goal.

Experience of successful organizations has proved beyond doubt the personality factory plays a key role

in day-to-day interactions. In today's competitive environment, organizations are becoming more and more

personality conscious and are making efforts to develop the facets of personality of their employees. The

focus is on developing a pleasing personality that insures success and happiness emphasizing on

motivational as well as behavioral aspects of personality. Institutions offering management programmers

cannot afford to ignore this vital component. In fact, planned efforts are required to be made to evolve

comprehensive programmers for personality development in management education.


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II. NEED OF STUDY

The purpose of study is to learn the practical applicability of the theoretical knowledge gained about

recruitment and selection process.

To gain knowledge about, the process of recruitment and selection in ICICI PRUDENTIAL.

To know the effectiveness or ineffectiveness of the process of recruitment and selection in ICICI

PRUDENTIAL.

To make decision in selecting the right candidates for the right job.

To study the area of problem and suggest ways to improve the recruitment and selection process.

III. OBJECTIVES OF THE STUDY

The purpose of the study is to learn the practical applicability of the theoretical knowledge gained about


To gain knowledge about the process of recruitment and selection

To know the effectiveness or ineffectiveness of the process of recruitment and selection

To provide suggestions if any, for having an effective recruitment and selection process

To prepare the employees to move higher in their jobs.

To impart new entrants with basic HRD skills and knowledge.

To develop the potentialities of the employees for the next level job

IV. SCOPE OF THE STUDY

The study covers ICICI PRUDENTIAL LIFE INSURANCE in Hyderabad consisting of 100

employees.

To understand the various sources of recruitment provided in the organization.

It helps to analyze the recruitment policy of the organization.

It enables us to evaluate the effectiveness of different recruiting techniques and sources for all types

of job applicants in the organization


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V. LIMITATIONS OF THE STUDY

As the period of study is limited for 45 days the data collected is very limited.

Due to time constraints, data is collected from limited number of employees of the Company.

As the data is collected in the working hours of the employees, they are busy they could not give

the complete response.

Unable to obtain proper feed back because of the limited time period & busy schedule of the

employees.

Problem with the confidential information.

VI. RESEARCH METHODOLOGY

Research design: The problem that follows the task of defining the research problem is the preparation

of the design of the research project is called as research design.

The research design undertaken by researcher is Descriptive research design. This research design

concerned with the research studies with a focus on the portrayal of the characteristics of a group of

individual or a situation.

Sampling technique: The non- probability sampling procedure has been used by the researcher

because it does not give a representative sample of population.

Sampling method: International

Journal of Pure and Applied Mathematics Special Issue 3966Convenience sampling method has been used

by the researcher.

Sampling size: The sample size chosen by the researcher is 60 respondents. The targeted respondents

are both middle level and lower level employees.

Sources of data collection:

Primary data

Secondary data

Primary data:

The Primary data used by the researcher is questionnaire.


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Secondary data:

The secondary data used in this research are

Books referred and

websites.

Research instrument:

The instrument used for this study by the researcher is “questionnaire”.

Statistical tools:

In order to come out with the findings of the study, the following statistical tools are

used by the researcher.

Percentage analysis method.

Chi- square method.

Weighted average method.

VII. REVIEW OF LITERATURE

Brief Overview:

Effective research cannot be accomplished without studying critically what already exists in the form of

general literature and specific studies. Therefore, it is considered as an important perquisite for actual

planning and execution of research projects. The review of existing literature helps to formulate

hypothesis, identify research gaps and formulate a framework for further investigation.

UNDERSTANDING RECRUITMENT PROCESS:

Recruitment is the phase, which immediately precedes selection. Its purpose is to pave the -way for the

selection procedures by producing, ideally, the smallest number of candidates who appear to be capable

either of performing the required tasks of the job from the outset, or of developing the ability to do so within

a-period of time acceptable to the employing organization. The smallest number of potentially suitable

candidates can in theory, of course, be any number. The main point that needs to be made about the

recruitment task is that the employing organization should not waste time and money examining the.

Credentials of people whose qualifications do not match the requirements of the job.

Apart from the methods used and the general administration of task, the achievement of the objective will

depend very much in the end on how efficiently the basic tasks of manpower planning and job analysis have

been carried out and applied. In short, efficient recruitment of staff may be described as knowing what

resources you want, what resources are available, where and how they may be found.

The Objectives of Recruitment are:


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To attract people with multi-dimensional skills and experiences that suits the present and future

organizational strategies

To induct outsiders with a new perspective to lead the company

To infuse fresh blood at all levels of the organization

To develop an organizational culture that attracts competent people to the Company

To search or head hunt/ head pouch people whose skills fit the . company's values.

To devise methodologies for assessing psychological traits

To seek out non-conventional development grounds of talent

To search for talent globally and not just within the company

To design entry pay that competes on quality but not on quantum

To anticipate and find people for positions that does not exist yet.

VIII. DATA ANALYSIS

To test the significant difference between the GENDER and OPINION ON RECRUITMENT AND

SELECTION PROCESS.

H0: There is no significant difference between the GENDER and OPINION ON RECRUITMENT AND

SELECTION PROCESS.

H1: There is a significant difference between the GENDER and OPINION ON RECRUITMENT AND

SELECTION PROCESS.

Observed Frequency

FACTORS EXCELLENT VERY GOOD NEUTRAL POOR VERY POOR TOTAL

MALE 7 1 18 0 0 26

FEMALE 13 19 2 0 0 34

TOTAL 20 20 20 0 0 60


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OBSERVED

FREQUENCY

(0i)

EXPECTED

FREQUENCY

(Ei)

( Oi – Ei )

2

( Oi – Ei ) 2

( Oi – Ei ) / ( Ei )

7 8.6 -1.6 2.56 0.02

1 8.6 -7.6 57.76 6.71

18 8.6 9.4 88.36 1.02

13 11.3 1.7 2.89 0.25

19 11.3 7.7 59.29 5.24

2 11.3 -9.3 86.49 7.65

TOTAL 20.89

Degrees of Freedom:

r = no. of rows

c = no. of columns

(r-1) (c-1) = (2-1) (3-1)

= (1) (2)

= 2

Degrees of freedom at 5% level of significance is 5.99

Calculated value = 20.89

Therefore, Table value <.calculate value

So , Alternate hypothesis HI is rejected .

INTERPRETATION:

From the chart it is observed that there is a significance difference between gender and recruitment and

selection process.


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2. Aim:

To test the significant difference between the gender on impact of induction in your work life ON


H0: There is no significant difference between the gender on impact of induction in your work life

on recruitment and selection process.

H1: There is a significant difference between gender on impact of induction in your work life ON


Observed Frequency

FACTORS Good Satisfactory Not

Satisfactory

TOTAL

MALE 11 8 14 33

FEMALE 9 12 6 27

TOTAL 20 20 20 60

OBSERVED

FREQUENCY

(0i)

EXPECTED

FREQUENCY

(Ei)

( Oi – Ei )

2

( Oi – Ei ) 2

( Oi – Ei ) / ( Ei )

11 11 0 0 0

8 11 -3 9 0.81

14 11 3 9 0.81

9 9 0 0 0

12 9 3 9 1

6 9 -3 9 1

TOTAL 3.62

Degrees of Freedom:


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r = no. of rows

c = no. of columns

(r-1) (c-1) = (2-1) (3-1)

= (1) (2)

= 2



Therefore, Table value < calculate value

So , Alternate hypothesis HI is accepted.

INTERPRETATION:

From the chart it is observed that there is a significant difference between the gender on impact of

induction in your work life ON recruitment and selection process.

3. Aim:

To test the significant difference between after screening of application how did the organization approach

you?

H0: There is no significant difference between after screening of application how the organization

approached you

H1: There is a significant difference between after screening of application how the organization

approached you

Observed Frequency

Direct call for

an interview

Call to attend

the test

Direct

appointment

Male 7 6 4 17

Female 13 14 16 43

20 20 20 60


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OBSERVED

FREQUENCY

(0i)

EXPECTED

FREQUENCY

(Ei)

( Oi – Ei )

2

( Oi – Ei ) 2

( Oi – Ei ) / ( Ei )

7 5.66 1.34 1.79 0.31

6 5.66 0.34 0.11 0.01

4 5.66 -1.66 2.75 0.48

13 14.33 -1.33 1.77 0.12

14 14.33 -0.33 0.10 0.006

16 14.33 1.67 2.78 0.19

TOTAL 1.11

Degrees of Freedom:

r = no. of rows

c = no. of columns

(r-1) (c-1) = (2-1) (3-1)

= (1) (2)

= 2




So, Alternate hypothesis HI is accepted.

INTERPRETATION:

From the chart it is observed that there is a significance difference between gender and recruitment and

selection process.


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4.Aim:

To test the significant difference between called for test what kind of test did you appear for

H0: There is no significant difference called for test what kind of test did you appear for

H1: There is a significant difference between called for test what kind of test did you appear for

Observed Frequency

Technical Test Situation Test

Subject Test TOTAL

Male 17 16 15 48

Female 3 4 5 12

TOTAL 20 20 20 60

OBSERVED

FREQUENCY

(0i)

EXPECTED

FREQUENCY

(Ei)

( Oi – Ei )

2

( Oi – Ei ) 2

( Oi – Ei ) / ( Ei )

17 16 1 1 0.06

16 16 0 0 0

15 16 -1 1 0.06

3 4 -1 1 0.25

4 4 0 0 0

5 4 1 1 0.25

TOTAL 6.56

Degrees of Freedom:

r = no. of rows


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ISSN NO: 0745-6999

Vol12, Issue4, 2021

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c = no. of columns

(r-1) (c-1) = (2-1) (3-1)

= (1) (2)

= 2




So , Alternate hypothesis HI is accepted.

INTERPRETATION:

From the chart it is observed that there is a significance difference between gender and test process.

IX. FINDINGS

50% of respondents were recruited by internal method and remaining 50% by external

methods.

The percentage of usage of different internal methods of recruitment like employee referrals,

interdivisional and promotion followed by the organization is 70%, 20% and 10% respectively

The information regarding the preference of the external methods of recruitment like HR

consultancy; Newspaper advertisements followed by the organization are 75% and 25% respectively.

55% of respondents agreed direct call for an interview and 15% call to attend the test and the

remaining 30% by direct appointment

15% of respondents attended technical test 15% of respondents attended situation test and 70% of

respondents appeared for subject test.

75% respondents faced formal interview, and the remaining 25% stress and board interview

20%of respondents faced HR manager round 20% of respondents faced 3-member committee and

60% respondents faced head of department round.

20%of respondents faced HR manager round 20% of respondents faced 3-member committee and

60% respondents faced head of department round.

X. SUGGESTIONS

1) While it is a fact that ICICI BANK LIMITED is deploying a good number of recruitment methods. What

is important is that the traveling public should further explore and install such recruitment methods, which


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go to improve public handling methods especially by Marketing Executives. It is suggested a sensitivity

training method tailored to enable dealing with commuters should be evolved in consultation with

management experts and social psychologists.

2) Employees who are on ‘long sick’, ‘or long absent’ should be included in the recruitment need analysis.

They should be directed to undergo training at the training college. This is all the more important when it is

realized that Work is skill oriented and time on and off the job has its impact on the effectiveness or

otherwise of the working performance.

3) The top management should consider giving strict instructions to the management to relieve the employees

due for refresher recruitment as per the schedule drawn up.

XI. CONCLUSION

From the study, the following conclusions are arrived at:

Depending on the job vacancy, job specifications and the appropriate source of recruitment is

chosen.

Mostly, the internal source of recruitment is through employee referrals.

It is the responsibility of the recruitment personnel to conduct the needed tests, interviews etc.

Most of the interviews that are conducted on the basis of depth interviews.

Qualification, experience and personal traits are all important and play a vital role in the selection of

a candidate.

Adequate manpower helps in recruitment process to fill the vacancies.

Good interpersonal relationship is maintained by the employees and HR personnel.

Satisfied working conditions in the organization.

Developmental needs of the employees are considered by the organization.


TECHNOLOGY

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Vol12, Issue4, 2021

Page No:253

BIBLIOGRAPHY

C.B.Mamoria, Personnel Management, 2014

Aswathappa K. Organization Behavior, 2005.

P.Subba Rao & V.S.P.Rao, Personnel/Human Resource Management, 2005.

Pearson 9th edition Monday, Human Resources Management, 2007.

ICICI Records.

Web Sites Browsed

www.hrindia.com

www.insurence.org.in

http://www.hrindia.com/

http://www.insurence.org.in/

a project report on recruitment and selection in icici

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